Advice for Employers and Recruiters
11 tips for employers recruiting healthcare workers who are early in their careers
In the healthcare industry, hiring individuals early in their careers offers employers the chance to cultivate a dedicated and skilled workforce from the ground up. Early-career professionals, such as recent graduates or individuals transitioning into healthcare roles, bring a fresh sense of enthusiasm, innovation, and a commitment to learning. They are often highly motivated to build their expertise and stay current with the latest medical technologies, treatments, and best practices. By offering structured training and mentorship programs, healthcare employers can shape these new employees to align with their values, ensuring consistency in patient care and team collaboration. Additionally, fostering a culture of continuous learning helps early-career workers feel supported in their professional growth, which can improve job satisfaction and retention rates.
Hiring early-career healthcare workers also strengthens an organization’s ability to adapt to the evolving healthcare landscape. As technology, patient needs, and medical regulations continue to change, having a workforce that is flexible and open to innovation is crucial. Early-career professionals are often more adept at integrating new technologies and care models, offering employers a strategic advantage in delivering high-quality care. By investing in their development, healthcare organizations can build a pipeline of skilled professionals who are equipped to lead the field in the future. This proactive approach not only enhances patient outcomes but also ensures that the organization remains competitive and responsive to the growing demand for quality healthcare services.
We reached out to 11 hiring experts to ask for their suggestions for how best employers should recruit healthcare workers who are early in their careers.
- Showcase Mentorship Opportunities
- Highlight Competitive Compensation and Benefits
- Emphasize Mentorship and Professional Development
- Incorporate Employee Testimonials
- Include Job Shadowing in Interviews
- Showcase Growth Opportunities
- Communicate Mission and Values
- Prioritize Diversity and Inclusion
- Use Behavioral Interview Techniques
- Offer Internships and Co-Ops
- Forge Connections with Educational Institutions
Showcase Mentorship Opportunities
I’d advise employers to focus on showcasing mentorship opportunities during the hiring process. Early-career healthcare professionals are often looking for more than just a job—they want a workplace where they can grow and learn from experienced team members.
In my practice, we’ve made mentorship a key part of our onboarding process. For example, every new hire is paired with a senior team member who guides them through the technical aspects of their role and the nuances of patient interaction and workflow management. During interviews, we highlight this mentorship program as a core part of how we support professional development.
This approach has helped us attract motivated candidates who are eager to build their skills. It’s also improved retention because new hires feel valued and supported from day one. A recent graduate we hired mentioned that knowing they’d have consistent guidance made them feel more confident in accepting the role. Employers looking to enhance their hiring process should prioritize showing how their organization invests in its people.
Kalli Hale, Dentist, The Airway Dentists
Highlight Competitive Compensation and Benefits
In my experience, early-career candidates in healthcare often prioritize growth and development, but competitive compensation and benefits remain essential in attracting and retaining talent. For many, financial stability is a major concern, particularly for those who may still be managing the costs of education or balancing other financial responsibilities. Highlighting benefits like student loan repayment assistance or tuition reimbursement can make a significant impact, showing candidates you understand their unique challenges and value their hard work. These offerings not only appeal to candidates’ immediate needs but also demonstrate your commitment to supporting their long-term career success.
Flexibility is another critical factor. Providing options like customizable schedules, shift preferences, or even part-time roles for those pursuing further education fosters a sense of understanding and support. Comprehensive health insurance, wellness initiatives, paid time off, and retirement contributions also enhance the appeal of the role. It’s important to make these offerings clear from the outset, as early-career candidates may not have the experience to negotiate effectively, and transparency builds trust.
In my own journey, I’ve seen how meaningful it is to create an environment where people feel valued and supported. Offering a compensation package that reflects both financial and personal care goes beyond hiring, it establishes a foundation for loyalty and engagement. When candidates see that their well-being matters, it motivates them to contribute their best, creating a more dedicated and resilient team. This approach benefits everyone, fostering growth and success for both the individuals and the organization.
Justin McLendon, LCMHC, LCAS & CEO, New Waters Recovery
Emphasize Mentorship and Professional Development
I think one key piece of advice for employers looking to improve early-career hiring in healthcare roles is to emphasize mentorship and professional development opportunities during recruitment.
Many early-career healthcare candidates are eager to grow their skills and advance, so showing them how your organization can support their career journey makes a big difference.
For example, I worked with a clinic that introduced a structured mentorship program for new hires. Each early-career professional was paired with an experienced practitioner who guided them through the first year.
During interviews, we highlighted this program and shared real success stories of previous mentees who had moved into leadership or specialized roles.
The result was a stronger applicant pool and improved retention rates because new hires felt supported from day one. By making mentorship and growth a central part of the hiring process, employers can attract dedicated candidates who are excited to contribute while building a long-term future in the organization.
Nick Bach, Owner and Psychologist, Grace Psychological Services, LLC
Incorporate Employee Testimonials
In my experience, incorporating employee testimonials into the hiring process can significantly enhance early-career recruitment efforts in healthcare. Testimonials offer a genuine glimpse into what it’s like to work in your organization and provide an emotional connection that resonates with candidates just starting out. Sharing stories from employees who began their careers in similar roles and grew into more advanced positions is especially impactful. These stories illustrate that your organization values professional growth and invests in its people, which is key for attracting motivated individuals who are seeking long-term opportunities.
To make the most of testimonials, it’s important to use a variety of formats. Video testimonials can be especially compelling, as they allow candidates to see and hear the enthusiasm of current employees. Written quotes or success stories shared on your website or social media can also be effective. Better yet, consider hosting informal Q&A sessions where applicants can interact directly with employees to ask about their experiences.
When candidates see relatable examples of success, it builds trust and allows them to envision a future with your team. Testimonials also highlight your workplace culture, values, and support systems, things that matter deeply to early-career healthcare professionals. In a competitive hiring landscape, this authenticity can make all the difference, helping you attract candidates who are not only qualified but also passionate about contributing to your mission.
Sean Smith, CEO & ex-Head of HR, Alpas Wellness
Include Job Shadowing in Interviews
One piece of advice I’d give to employers looking to improve early career hiring for healthcare roles is to incorporate job shadowing into the interview process. Allowing candidates to shadow experienced staff for a day or two gives them a realistic view of the role and environment. It helps them better understand expectations while allowing you to assess their engagement, adaptability, and communication skills in a hands-on setting.
This approach not only helps identify candidates who are the right fit but also reduces turnover by ensuring they feel confident about the position. It fosters a smoother transition and more prepared, motivated hires.
Dr. Jonathan Spages, Doctor, Author, Advanced Natural Health Center
Showcase Growth Opportunities
No matter the industry, potential employees do not want to take on a position they see as static, and this is why it is important for healthcare employers to showcase their growth opportunities. One of the main drivers of position enthusiasm is the belief that there are bigger and better things ahead. If there is little mention of future opportunities, it will dampen the motivation for quality candidates to apply.
Therefore, mention in your job postings the opportunities for growth. Talk about those in pre-discussions and job interviews, and encourage questions about advancement during the application process. If you include growth opportunities as part of your search and early hiring process, you will attract greater interest from quality candidates and better maintain their motivation.
Robert Applebaum, CEO & Plastic Surgeon, ApplebaumMD.com
Communicate Mission and Values
Healthcare professionals, especially those at the start of their careers, are often deeply driven by purpose and a desire to create meaningful change. From my own experience, I’ve learned how essential it is to communicate an organization’s mission and values authentically during the hiring process. For early-career candidates, this connection to purpose can be the deciding factor in joining, and staying with, a team.
When recruiting, it’s important to not just state your mission but to show how it’s lived out. Share examples of the tangible impact your work has had, whether it’s improving patient outcomes, supporting families, or contributing to the community. When candidates see that their potential role aligns with a larger, meaningful goal, they feel more inspired and motivated.
I’ve also found that early-career professionals thrive when they understand how their work contributes to the mission on a practical level. Break down how their daily responsibilities directly support the broader purpose, whether it’s through compassionate patient care, improving processes, or creating better outcomes. This connection fosters a sense of pride and accountability that is essential in healthcare.
Aligning candidates’ values with an organization’s purpose goes beyond just hiring, it builds a culture where people feel they matter and their work makes a difference. This approach not only attracts top talent but also helps create a team that is invested in making meaningful contributions every day.
Tzvi Heber, CEO & Counselor, Ascendant New York
Prioritize Diversity and Inclusion
One piece of advice I would give employers who want to improve their early career hiring processes for healthcare roles is to prioritize diversity and inclusion. In the healthcare industry, it is crucial to have a diverse workforce that reflects the community you serve. This not only helps in providing culturally competent care but also brings different perspectives and ideas to the table.
To achieve this, employers should actively seek out candidates from underrepresented groups and provide equal opportunities for all applicants regardless of their background or experience level. This can be done through targeted outreach efforts, partnering with organizations that focus on promoting diversity in healthcare, or implementing blind hiring practices.
In addition, creating an inclusive work environment is equally important. Employers should foster a culture of respect and acceptance, where employees feel valued and supported regardless of their race, gender, age, or any other factor. This can be achieved through diversity and inclusion training programs, implementing policies that promote inclusivity, and regularly addressing any issues related to discrimination or bias.
Evan Tunis, President, Florida Healthcare Insurance
Use Behavioral Interview Techniques
Behavioral interview techniques are an effective way to evaluate early-career candidates, especially in fields like health care, where soft skills like empathy, teamwork, and problem-solving are essential. These qualities are critical for fostering strong interpersonal relationships and supporting team-based care environments. Early-career candidates may lack extensive experience, but their responses to behavioral questions can reveal their capacity to excel in these areas.
When interviewing, I focus on crafting questions that prompt candidates to reflect on past experiences, such as internships, volunteer work, or academic projects. Questions like, “Can you share an example of a time you worked in a team to solve a problem?” or “Tell me about a situation where you had to adapt quickly to an unexpected challenge,” help uncover how they’ve demonstrated skills like adaptability and collaboration. These real-world scenarios offer valuable insights into their ability to navigate similar situations in a professional health care setting.
It’s also important to explore their empathy and communication skills. For instance, asking, “Describe a time you supported someone who was going through a difficult experience,” provides insight into their emotional intelligence and approach to patient care. Responses that highlight genuine concern and thoughtful actions show they understand the human element of health care, which is often just as important as technical expertise.
I pay close attention to how candidates articulate their responses. Clear, well-organized answers often indicate strong communication skills, which are crucial for effective patient interaction and collaboration within a team. By focusing on behavioral interview techniques, you can identify candidates whose values and skills align with the demands of the role and the broader culture of care. This approach helps build a team that’s not only technically capable but also compassionate and patient-centered.
Saralyn Cohen, CEO, Able To Change Recovery
Offer Internships and Co-Ops
As a recruiter specializing in the biotech and pharmaceutical industry, I’d like to see more employers offering internships and co-op opportunities.
Early-career candidates, especially those coming directly from academic backgrounds, often need to bridge the gap between theory and practical application. They have little in the way of hands-on experience. Real-world skill-building opportunities can help. Internships and co-ops give them the chance to gain industry-specific experience while also learning about a company’s culture.
These initiatives benefit employers as well. Programs like this allow businesses to evaluate young talent in action, which helps them refine role requirements. They also create a pipeline of talent familiar with their organization’s processes and values, and that can reduce hiring time, improve productivity, and increase employee retention in the long term.
Mentorship initiatives are an investment in the future of your business.
Siena Burwell, Managing Partner, Surf Search
Forge Connections with Educational Institutions
One of the most impactful ways to improve early-career hiring processes is by forging strong connections with educational institutions such as universities, trade schools, and healthcare training programs. These partnerships provide access to a motivated pool of candidates who are eager to apply their skills and gain hands-on experience. By collaborating with these institutions, you not only gain visibility with potential hires but also play a role in shaping their professional journeys.
Participating in career fairs, offering mentorship opportunities, or providing guest lectures can help you connect with students early in their education. These efforts not only allow you to assess their skills and potential but also position your organization, or even your individual practice, as a leader in professional development. Engaging students through internships or shadowing opportunities further allows you to nurture their growth while they gain practical experience. It’s a mutually beneficial relationship where students gain valuable insight into the field, and you get a first look at talented individuals who align with your vision and standards.
By maintaining an active presence in educational settings, you create a sense of familiarity and trust among students. Over time, these relationships foster a pipeline of candidates who are not only qualified but also aligned with the values and expectations of the healthcare or orthodontic practice you lead. Investing in education partnerships ensures you’re not only hiring for today but also shaping the workforce of tomorrow, one that’s well-prepared, motivated, and inspired to excel.
